2. Selection-
the process of interviewing and evaluating
candidates for a specific job and selecting an individual
for employment based on certain criteria.
3. Placement-
the process of assigning a specific job to each
of the selected candidates. It involves assigning a
specific rank and responsibility to an individual.
5. is the degree to which a measure of
physical or cognitive abilities, or traits, is
free from random error.
6. is the extent to which a performance measure assesses all the relevant—
and only the relevant—aspects of job performance.
• Criterion-related validation is a method of establishing the validity of a
personnel selection method by showing a substantial correlation between
test scores and job-performance scores. The types include:
– Predictive validation
– Concurrent validation
7. is the degree to which the validity of a selection
method established in one context extends to
other contexts.
9. is the degree to which the information provided
by selection methods enhances the effectiveness
of selecting personnel in organizations.
It is impacted by reliability, validity, and
generalizability.
10. All selection methods must conform to existing
laws and legal precedents.
Three acts have formed the basis for a majority
of the suits filed by job applicants:
– Civil Rights Act of 1964 and 1991
– Age Discrimination in Employment Act of 1967
– Americans with Disabilities Act of 1991
11.
12. Selection interviews are defined as a dialogue initiated by one or
more persons to gather information and evaluate the qualifications of
an applicant for employment.
The utility of an interview can be increased by the following
suggestions:
– Interviews should be structured, standardized, and focused on goals
oriented to skills and behaviors that are observable.
– Interviewers should plan to come out of each interview with a
quantitative rating.
– Interviewers should also have a structured note-taking system that
will aid recall when it comes to satisfying the ratings.
13. Any number of tests may be administered
before a hiring decision is made. This include
drug test, physical tests, personality tests, and
cognitive tests.
14. Five Distinct Process:
- Planning the Interview process
- Application and resume review
- Interviewing
- Test Administration
- Making the offer
15. - Planning the Interview process
includes criteria development. Criteria development means
determining which sources of information will be used and how
those sources will be scored during interview.
16. - Application and resume review
Application can be reviewed. People have different methods
of going through this process.
17. - Interviewing
After the HR manager have determined which applications
meet the minimum criteria, he/she must select those people to be
interviewed.
19. - Making the offer
Last step in the selection process is to offer a position to the
chosen candidate. Development of an offer via e-mail or letter is
sometimes a more formal part of this process. Compensation and
benefits will be defined in an offer.
20. Significance of Placement
- It improves employee morale
- It helps in reducing employee turnover
- It helps in reducing absenteeism
- It helps in reducing accident rates
- It avoids misfit between the candidates and the job.
- It helps the candidate to work as per predetermined objectives of
the organization.
21. The difficulty with placement is that we tend
to look at the individual but not at the job.
22. Independent- activities of one worker have little bearing on the activities
of the other workers; here the placement is simple to conduct.
Sequential- activities of the workers are dependent on activities of a fellow
worker example assembly line sequential jobs.
Pooled- the job are high degree of interdependence among activities. The
final result of contribution of all workers. It is a teamwork which matters.
23. HR selection process is important because of
the production and performance value
companies get by making good hires and the
high costs of replacing employees following bad
times.
24. “Human resources are like natural resources; they're
often buried deep. You have to go looking for them,
they're not just lying around on the surface. You have
to create the circumstances where they show
themselves.”
― Ken Robinson
